Pursuing your leader development

IF 3.1 4区 管理学 Q2 BUSINESS Organizational Dynamics Pub Date : 2022-07-01 DOI:10.1016/j.orgdyn.2022.100894
Sarah G. Shults, Rebecca J. Reichard, Jessica B.B. Diaz, Thiraput Pitichat, Amber Kea-Edwards
{"title":"Pursuing your leader development","authors":"Sarah G. Shults,&nbsp;Rebecca J. Reichard,&nbsp;Jessica B.B. Diaz,&nbsp;Thiraput Pitichat,&nbsp;Amber Kea-Edwards","doi":"10.1016/j.orgdyn.2022.100894","DOIUrl":null,"url":null,"abstract":"<div><p>To lead effectively in a VUCA (i.e., volatile, uncertain, complex, and ambiguous) environment, leaders must quickly and continuously acquire new skills. However, formal development opportunities aren’t nearly enough to support the ongoing skill development leaders need to manage the level of complexity and change they are facing. Instead, leaders must take ownership of their own development. In this paper, we describe a straightforward, four-step process that leaders can implement to pursue their individualized development through leader development planning. Specifically, we walk leaders through the evidence-based steps of creating their unique leader development plan (LDP), including (1) identifying their leadership strengths and weaknesses, (2) setting effective leader development goals, (3) designing SMART strategies, and (4) reflecting, refining, and realigning their plan. Throughout the article, we detail positive examples as well as common pitfalls that we observed from our work supporting 101 mid- to senior-level leaders in designing their LDPs. Our purpose in doing so is to provide tools and examples to enable leaders at all levels to drive their development at their own pace.</p></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":null,"pages":null},"PeriodicalIF":3.1000,"publicationDate":"2022-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Organizational Dynamics","FirstCategoryId":"91","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0090261622000018","RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"BUSINESS","Score":null,"Total":0}
引用次数: 0

Abstract

To lead effectively in a VUCA (i.e., volatile, uncertain, complex, and ambiguous) environment, leaders must quickly and continuously acquire new skills. However, formal development opportunities aren’t nearly enough to support the ongoing skill development leaders need to manage the level of complexity and change they are facing. Instead, leaders must take ownership of their own development. In this paper, we describe a straightforward, four-step process that leaders can implement to pursue their individualized development through leader development planning. Specifically, we walk leaders through the evidence-based steps of creating their unique leader development plan (LDP), including (1) identifying their leadership strengths and weaknesses, (2) setting effective leader development goals, (3) designing SMART strategies, and (4) reflecting, refining, and realigning their plan. Throughout the article, we detail positive examples as well as common pitfalls that we observed from our work supporting 101 mid- to senior-level leaders in designing their LDPs. Our purpose in doing so is to provide tools and examples to enable leaders at all levels to drive their development at their own pace.

查看原文
分享 分享
微信好友 朋友圈 QQ好友 复制链接
本刊更多论文
追求你的领导发展
为了在VUCA(即易变的、不确定的、复杂的和模糊的)环境中有效地领导,领导者必须快速和持续地获得新技能。然而,正式的开发机会几乎不足以支持正在进行的技能开发,领导者需要管理他们所面临的复杂性和变化的水平。相反,领导者必须为自己的发展承担责任。在本文中,我们描述了一个简单的四步过程,领导者可以通过领导者发展规划来实现他们的个性化发展。具体来说,我们引导领导者通过循证步骤来创建他们独特的领导者发展计划(LDP),包括(1)确定他们的领导力优势和劣势,(2)制定有效的领导者发展目标,(3)设计SMART战略,以及(4)反思,完善和重新调整他们的计划。在整篇文章中,我们详细介绍了一些积极的例子,以及我们在支持101位中高层领导设计他们的ldp时观察到的常见缺陷。我们这样做的目的是提供工具和例子,使各级领导能够按照自己的节奏推动他们的发展。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
求助全文
约1分钟内获得全文 去求助
来源期刊
CiteScore
4.60
自引率
5.00%
发文量
38
审稿时长
31 days
期刊介绍: Organizational Dynamics domain is primarily organizational behavior and development and secondarily, HRM and strategic management. The objective is to link leading-edge thought and research with management practice. Organizational Dynamics publishes articles that embody both theoretical and practical content, showing how research findings can help deal more effectively with the dynamics of organizational life.
期刊最新文献
Trio of human, old and new copilots: Collaborative accountability of human, manuals/standards, and artificial intelligence (AI) Positive mindset: PsyCap’s roles in PERMA+4 and positive organizational psychology, behavior, and scholarship 2.0 Design thinking: Executing your organization's commitment to customer centricity Editorial Board Often wrong, never in doubt: Mitigating leadership overconfidence in decision-making
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
已复制链接
已复制链接
快去分享给好友吧!
我知道了
×
扫码分享
扫码分享
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1